Give full play to the role of the "baton" of assessment, further increase the tilt of performance pay to the grassroots and the front line, open up the income gap between front, middle and back office managers, and guide managers to join the front line, work hard to create benefits;Formulate and introduce the evaluation method for striving for the first position, establish a monthly supervision mechanism for striving for excellence, and set aside 1.5 million yuan to strive for excellence, and encourage all line management personnel to be proactive, take the initiative and strive to be advanced.
Han Yang. To govern enterprises and prosper enterprises, talents are important. In 2023, under the strong leadership of the Party Committee of the Provincial Associated Society, Jiangsu Dongtai Rural Commercial Bank will thoroughly implement the party's organizational line in the new era and the spirit of the first-class talent work conference, make real efforts and tenacity in the "selection, education, use and management" of the team, and strive to forge an excellent management talent team with high quality, excellent structure and strong ability, so as to provide an endless stream of talent momentum for the efficient operation and high-quality development of rural commercial banks.
The structural advantages of the team are further reflected. As of the end of September, 43 of the 78 middle-level managers of Dongtai Rural Commercial Bank were post-85, an increase of 058 percentage points;There are 14 post-90s, an increase of 1 from the beginning of the year07 percentage points;There are 78 compound talents who have been engaged in credit and operation work, accounting for 100%, and the vitality, vitality and ability of the team continue to increase.
The quality advantage of the team is further highlighted. Among the middle-level managers, there are 52 full-time bachelor degree or above, accounting for 6667%, an increase of 1 from the beginning of the year73 percentage points;100% of primary and above titles and 91% of intermediate and above titles03%, an increase of 1 from the beginning of the year42 percentage points, the team's knowledge level and professional level continued to improve.
The team's effectiveness advantage is further demonstrated. Under the leadership of a team of high-quality and professional cadres, the bank's per capita deposits were 77.5 million yuan and loans per capita were 55.53 million yuan, an increase of 7.19 million yuan and 7.2 million yuan respectively over the same period of last yearFrom January to September, the per capita financial added value was 119170,000 yuan, an increase of 5 over the same period last year930,000 yuan.
Adhere to the "party management of talents, scientific and standardized", and implement good policies.
Adhere to the party committee's checks. Strengthen the party's organizational leadership and gatekeeping role, and submit all motions and plans for reserve selection and cadre competition to the party committee for centralized study and democratic discussion in advanceAdhere to morality first, inspect and evaluate all management personnel, and determine candidates, implement the participation of party committee members, fully express opinions, and strictly conduct political screening.
Adhere to institutional norms. According to the "Guiding Opinions on the Selection and Appointment of Middle-level Managers" of the Provincial Associated Press, and in combination with the actual situation of the bank, the "Management Measures for Management Personnel" were revised and improved, and the criteria and procedures for the selection, evaluation and exit of reserve talents and management personnel were further refined and clarifiedIn practice, we should adhere to the principles unswervingly, the implementation standards should not be distorted, and the performance procedures should not be changed.
Insist on operational transparency. Adhere to the "every mention must be examined", the "sunshine and transparency" throughout the whole process, all the selection and employment organization and implementation, are announced in advance of the number of positions, conditions, procedures, the organization of examinations and assessments, after the whole bank publicity, discipline supervision departments participate in the whole process, fully accept discipline and mass supervision. From January to September this year, the Bank has organized 10 selection and competition activities, selected 7 general managers and 1 middle-level manager, and there has not been a single complaint against the bank.
Adhere to the "use-oriented, overall development", and cultivate good seedlings.
Make a backup reserve. Attaches great importance to the construction of the reserve team, in accordance with the principle of "what is lacking to make up for what", organize the reserve selection of middle management, credit supervisors, operation supervisors and business supervisors, and select 15 outstanding talents to further fill the "gap" of the relevant reserve teamFormulate and implement the "Measures for the Follow-up Assessment and Evaluation of Reserve Talents", and ensure that the reserve echelons at all levels are distinct, reasonable in structure, and abundant in talents through excellent advancement and dynamic update. From January to September this year, one reserve credit supervisor has been eliminated.
Strengthen key training. Strive to create "understand the market, management, strategy, good management" management talents, establish a "Tuesday Xi Day" system, set up a "Whampoa training camp", through the business backbone systematic, standardized Xi training, to help build a comprehensive marketing management knowledge system. Comprehensively promote "cultivated" exchanges, purposefully select reserve management personnel to exchange with organs, select the best general management personnel to exchange with first-line remote outlets, and use squatting experience to help enrich marketing experience and increase management skills. From January to September this year, a total of 12 people have been selected to participate in upper and lower and horizontal exchanges, and make contributions to the front-line exercise.
Compacting one post and two responsibilities. Resolutely implement the goal of "developing cadres into party members and cultivating party members into cadres", unify the dual identities of branch presidents and party branch secretaries, implement party affairs and business work to arrange assessments together, promote management personnel to coordinate the identity of party members and members, promote the integrated service of party affairs and business, and shape compound talents with "strong politics, proficient in business, and understanding agriculture and loving agriculture". As of the end of September, there were 44 outlets of the bank, and 38 persons in charge were branch presidents and party branch secretaries.
Use on-the-job exercises. For 18 assistants to the town mayor (bureau chief and director) and 4 village first secretaries, according to the management requirements and special evaluation plans for temporary cadres, monthly summaries, quarterly on-site report promotion, and semi-annual evaluations were implemented to promote the temporary staff to be in their hearts and outstanding in their temporary work.
Adhere to the principle of "knowing people and being good at their duties, selecting talents and valuing abilities", and use good cadres well.
Pay attention to "selecting people by post". For the whole bank, we organized the bidding and double selection of the consumer finance direct sales center and the double selection and competition of the Tangyang sub-branch, increased the performance pay of the front-line marketing and difficult sub-branches, and encouraged 16 outstanding young talents to accept the tempering in difficult places and grow in the challenges.
Pay attention to "orderly employment". The 2 newly selected branch presidents and 7 newly selected operation supervisors will be allocated first.
Second, the first sub-branch, the implementation of economic experience, step-by-step training;1 branch president with outstanding performance and mature conditions from.
Second, the first sub-branch is adjusted to the first-level sub-branch, and the two first-level sub-branch presidents with strong comprehensive quality and ability to control complex situations will be adjusted to the front desk marketing department of the head office as deputy general managers, and the implementation of heavy burdens and big responsibilities.
Pay attention to "talent to win people". Resolutely practice the ability of cadres to go up and down, take business performance, management ability, and performance of duties as the "yardstick" to measure talents, and demote those with poor business performance and backward monthly evaluationsIf the management ability is stronger than the overall planning and coordination ability, it will be adjusted to the front marketing department for appointment;For those who bear hardships and stand hard work, and are unanimously recognized by the top and bottom, they will be selected in an eclectic manner, and through the adjustment of 6 positions, we will further establish the "meritocracy", emphasizing hard work, emphasizing actual performance, and seeking practical results.
Adhere to the "strict management and love, clear rewards and punishments", and lead the team well.
Improve the assessment and incentive mechanism. Give full play to the role of the "baton" of assessment, further increase the tilt of performance pay to the grassroots and the front line, open up the income gap between front, middle and back office managers, and guide managers to join the front line, work hard to create benefits;Formulate and introduce the evaluation method for striving for the first position, establish a monthly supervision mechanism for striving for excellence, and set aside 1.5 million yuan to strive for excellence, and encourage all line management personnel to be proactive, take the initiative and strive to be advanced.
Complete care reminder mechanisms. Establish a monthly evaluation mechanism for middle-level managers, organize the debriefing and evaluation of branch presidents who rank backward in the assessment stage, and play the role of reminding, supervising, warning and warning through democratic evaluationOrganize 12 new middle-level managers to talk before their appointment, and organize 37 in-service middle-level managers who are backward in quarterly assessment to care for and remind them to talk.
Strict punishment mechanism for violations. Adhere to the punishment of violations without mercy and without mercy, and give warnings or demerits to 5 account managers, 1 retired branch president, and 1 current branch president who are not strict in implementing rules and regulations, so as to increase the consciousness of the first team and the deterrence of not daring to violate rules and disciplines.
The author is deputy secretary of the Party Committee and president of Jiangsu Dongtai Rural Commercial Bank).